AI recruiting software you can evaluate in one afternoon
AI recruiting software uses language models to source, score, contact and screen candidates. RecruitingBot covers every stage from job post to approved shortlist, publishes its prices, and can be set up and judged on a real role in minutes.
- GDPR built in
- Human approves every shortlist
- No hiring fees
| Category | Sources | Screens | Outreach | Schedules | Shortlist |
|---|---|---|---|---|---|
| Sourcing database | · | · | · | ||
| AI interviewer | · | · | · | ||
| Success fee service | |||||
| End to end AI recruiter |
What buyers actually need to evaluate
Feature lists for AI recruiting software look nearly identical, because every vendor can claim sourcing, matching and automation. The useful questions are narrower. Which stages does the software complete without a recruiter pushing it? What evidence does it show for each score? Whose mailbox and whose domain reputation does outreach use? What happens to candidate data after 30 days? And what will the invoice look like in month six, when usage is real rather than a pilot?
This page is written as a buyer's checklist rather than a sales pitch. It walks through what the software should do at each stage of hiring, the tests worth running before you sign, how long setup should take, and how to read a pricing page. Where it describes RecruitingBot, it sticks to what the product does today. If you want a side by side look at other vendors with their published prices, the best AI recruiting software comparison covers that.
What the software should do at each stage
Hiring has a predictable shape, and good software should be able to explain its job at each step in one sentence. If a vendor cannot tell you what happens between a candidate replying and an interview appearing on a calendar, a human is probably filling that gap. The table below lists the stages RecruitingBot runs and the output you should expect to inspect at each one.
Notice that the early stages produce artifacts you can review before anything reaches a candidate: a job post, a rubric, a scored list with reasons. That ordering matters during evaluation, because you can judge quality on your own role before a single email is sent. The later stages are about reliability, meaning replies are read correctly, tests are scored consistently and interviews land on the right calendar.
| Stage | What the software does | What you should be able to inspect |
|---|---|---|
| Intake | Captures title, location, salary, seniority, must haves and deal breakers | A structured brief you can edit |
| Job post and rubric | Writes the post and a weighted scoring rubric | Every criterion and its weight |
| Sourcing | Searches public professional profiles, open web sources, your CSV or ATS data and inbound applicants | Source and lawful basis per candidate |
| Analysis | Scores each person per rubric criterion | Evidence quoted from the profile or CV |
| Outreach | Sends a personalized sequence from your mailbox | Each message before and after it is sent |
| Replies and screening | Classifies replies, answers questions, sends knockout questions | Classification and answers per candidate |
| Skills test | Sends a short role specific test and scores it | Questions, answers and score |
| Scheduling and shortlist | Books slots on your calendar and builds a ranked shortlist | Shareable link with approve and reject |
Seven checks to run before you buy
Evaluation is cheap compared with a bad hire or a damaged sending domain, so test the claims that would hurt most if they were false. Run these checks on a real role you are hiring for now, ideally one where you already know two or three strong candidates. If the software ranks people you know are good near the top and explains why, that tells you more than any demo deck.
Pay attention to the answers that take the vendor longest to give. Retention, lawful basis and who sends the emails are the questions where vague replies usually hide manual work or risk you would inherit. Write the answers down during the evaluation, because the same questions come back from finance and legal later, and a vendor that answered them clearly in week one will usually answer support tickets clearly in month six too.
- 01 Evidence per score. Every score should cite the lines in the profile or CV that justify it, criterion by criterion.
- 02 Editable rubric. You should be able to change weights and must haves before launch and see the ranking change.
- 03 Sending identity. Outreach should come from your own mailbox with daily caps, not a shared domain you cannot see.
- 04 Reply handling. Ask what happens when a candidate asks a question the software has no facts for.
- 05 Human approval. Confirm that no candidate is rejected after interview or advanced to an offer without a person deciding.
- 06 Data lifecycle. Ask how long non responders are kept and whether one click export and delete exist per candidate.
- 07 Usage math. Ask how limits are counted and whether deleting a role gives quota back, because that changes real cost.
Setup takes minutes, not a project plan
Enterprise recruiting suites often come with onboarding programs measured in weeks. For a team hiring five to fifty people a year, that is a sign the software is not built for you. RecruitingBot is self serve. You create an account, choose a plan, connect a Gmail or Outlook mailbox and a Google Calendar or Microsoft 365 calendar, and fill in the role intake. The software writes the job post and rubric, which you read and adjust, and then you launch.
Optional steps can wait. Importing a CSV of past applicants or connecting Greenhouse, Lever or Workable makes the first run better because the software rescores people you already know, but it is not required. Inviting hiring managers, setting the retention window and adding client workspaces for agencies all live in settings and take a few minutes each. Before paying, the homepage lets you enter a role title and see an example shortlist built from stored example profiles, so you can judge the output format without signing up.
| Must have | 5+ years building backend services in Python | 30% |
| Must have | Designed and ran Postgres schemas in production | 25% |
| Nice to have | Payments or billing domain | 15% |
| Nice to have | Mentored other engineers | 10% |
| Deal breaker | Needs visa sponsorship (role cannot sponsor) | stop |
How to read AI recruiting software pricing
Pricing in this category hides in three places: per seat fees, per agent or per feature add ons, and success fees charged on each hire. Any of them can make a reasonable list price expensive once a team grows. A placement fee model is the most familiar to compare against, since agency fees commonly run 15 to 25 percent of first year salary, so a single 120,000 USD hire can cost 18,000 to 30,000 USD.
RecruitingBot publishes flat plans with no hiring fees and no per seat add ons. Starter is 299 USD per month or 149 USD per month billed yearly, Growth is 599 or 299 yearly, and Agency is 999 or 499 yearly. Each plan states its monthly limits in plain numbers, upgrades charge the difference immediately, payments are final and you can cancel renewal at any time in the billing portal. Every limit is listed on the AI recruiter pricing page.
| Plan | Monthly | Yearly per month | Active roles at once | Candidates analyzed per month | Seats |
|---|---|---|---|---|---|
| Starter | 299 USD | 149 USD | 3 | 1,500 | 2 |
| Growth | 599 USD | 299 USD | 8 | 5,000 | 5 |
| Agency | 999 USD | 499 USD | 20 | 12,000 | 15 |
Questions your security and legal team will ask
If your company has a procurement checklist, expect questions on data processing roles, hosting and candidate rights. For candidate data, your company is the controller and RecruitingBot acts as processor. Data is hosted with a hosting provider in the EU, the lawful basis is recorded for every candidate and source, and the first outreach message includes the Article 14 notice that tells sourced people where their data came from and how to object.
Agency adds SAML single sign on, role based access, an audit log and a downloadable data processing agreement, which covers most of what a mid sized buyer asks for. We do not claim certifications we do not hold, so ask any vendor for evidence behind theirs. Our security and GDPR pages describe these controls in more detail, including how candidate data is separated between workspaces and who on your team can see it.
Signs the software is a good fit for you
The strongest fit is a team that hires knowledge work roles regularly and feels the pain in the middle of the funnel: too many profiles to read, too many follow ups to send, too much calendar ping pong. Engineering, data, product, design, sales, marketing, customer success, operations, finance, HR and support roles all score well because CVs and public profiles carry concrete evidence a rubric can check.
It is less useful if you hire two people a year through referrals, or if every role is a confidential executive search where outreach must be hand written from the first line. If you are still deciding between a single product and a set of specialized tools, the AI recruiting platform page explains the trade off in terms of data, seats and mailboxes.
Questions buyers ask
Anything else goes to support@recruitingbot.com or the help panel inside your dashboard.
How long does it take to set up AI recruiting software?
With RecruitingBot, setup means creating an account, picking a plan, connecting one mailbox and one calendar, and completing the role intake. The job post and rubric are generated for you to review. Most teams launch their first role in the same sitting. Importing past applicants or connecting an ATS is optional and can happen later.
Can I see the output before I pay?
Yes. On the homepage you can enter a role title and see an example shortlist with scores, matched criteria and evidence. It uses stored example profiles rather than real candidates, so it shows the format and depth of the output. Real sourcing, outreach and scoring start after you choose a plan.
Does AI recruiting software replace recruiters?
It replaces the repetitive hours, not the judgment. Sourcing, first pass scoring, follow ups, reply sorting and scheduling are handled by the software. Recruiters and hiring managers still define the role, edit the rubric, approve every shortlist and run interviews and offers. Small teams often use it instead of hiring a dedicated sourcer.
Are there hidden fees on top of the plan price?
No. Plans include their seats, mailboxes and monthly limits, with no per seat add ons and no fees per hire. If you need more capacity, you upgrade and pay the difference immediately. Payments are final, and you can cancel renewal in the billing portal whenever you like.
How accurate is AI candidate scoring?
Accuracy depends heavily on the rubric. RecruitingBot scores each criterion separately and quotes the evidence it found, so you can spot a wrong score in seconds and adjust weights or must haves. Test it on a role where you already know a few strong people and check where they land.
Which ATS systems can it import from?
Every plan supports CSV import and export. Growth adds direct import from Greenhouse, Lever and Workable, and Agency adds API access. Approved shortlists can be exported back so hires continue through your existing offer and onboarding process. Nothing about your ATS setup needs to change before you start.
Keep reading
Give it a role and see the shortlist it builds
Type a job title on the homepage. The demo runs instantly without an account and shows an example pipeline, job post and shortlist for that role.